PAY EQUITY PAY EQUITY IN QUEENSLAND PAY EQUITY IN QUEENSLAND

OUTLINE OF FIRST REPORT “ Worth Valuing ”  Objective of first inquiry  Findings  Recommendations  Achievements - legislative amendments - legislative amendments - the Equal Remuneration Principle - the Equal Remuneration Principle

Causes of Pay Inequity Occupational segregation Concentration at lower end of occupational hierarchy Gender assumptions in work value assessments Poor bargaining position of female dominated occupations and industries Education (lack of formal qualifications) Family responsibilities Higher proportion of women in casual employment working less than full time hours

Undervaluation Profile Female dominated Female characterisation of work No work value exercise Inadequate application of equal pay principles Weak union/Few union members Consent awards/agreements Large component of casual workers

Undervaluation Profile (cont) Lack of, or inadequate recognition of qualifications (including misalignment of qualifications) Deprivation of access to training and career paths Small workplaces New industry or occupation Service industry Home-based occupation

ASSUMPTIONS ABOUT THE NATURE OF WORK Lifting vs endurance Lifting of heavy objects vs lifting of heavy patients Supervising vs coordination Responsibility for finances and equipment vs responsibility for the education of children Stress of noise of machinery vs stress of caring for sick/ people with a disability Dirty work vs exposure to disease and human waste

TYPICAL FEMALE SKILLS (Dental Assistants’ Case Study) Delegated responsibility or authority Communication and interpersonal skills Anticipatory skills Dexterity Close concentration and accuracy Multi-tasking Organisational skills Domestic skills Use of terms such as routine, basic and standard OTHER TYPICAL FEMALE SKILLS Nurturing and caring Responding to complaints from the public

LEGISLATIVE ARRANGEMENTS  Commission to more rigorously examine awards and agreements to ensure pay equity examine awards and agreements to ensure pay equity  Minimum wage for all workers  Education campaign regarding call centre employees  Draft pay equity principles  Funding for organisations undertaking pay equity cases in the QIRC

ACHIEVEMENTS FIRST INQUIRY  Legislative amendments  Equal Remuneration Principle; and  Dental Assistants and Child Care cases cases - delivered significant - delivered significant improvements in pay and improvements in pay and conditions; and conditions; and - recognition of duties, skills and - recognition of duties, skills and features of work not previously features of work not previously identified or valued. identified or valued.

THE 2007 PAY EQUITY INQUIRY :  THE OBJECTIVE OF THE INQUIRY - review of progress since 2000/01 Inquiry; - review of progress since 2000/01 Inquiry; - assess the impact of Work Choices on: - assess the impact of Work Choices on: - pay equity measures - pay equity measures - industries, occupations and individuals - industries, occupations and individuals - examine models and policy responses in Australia and overseas - examine models and policy responses in Australia and overseas - consider how to progress pay equity in - consider how to progress pay equity in context of WorkChoices. context of WorkChoices.

PROCESS AND REPORT  THE PROCESS – - discussion paper; - discussion paper; - call for submissions; - call for submissions; - oral evidence and - oral evidence and written and oral submissions. written and oral submissions.  THE REPORT: “ Pay Equity: Time to Act ” “ Pay Equity: Time to Act ”

PAY EQUITY INITIATIVES IN AUSTRALIA  Western Australia - Establishment of pay equity unit - Education of workplace participants - Assistance to businesses undertaking pay equity audits audits  Victoria - Focus on need to facilitate and support best - Focus on need to facilitate and support best practice approach practice approach - Partnership approach e.g. finance sector - Partnership approach e.g. finance sector  Commonwealth Government – EOWA - Employer of Choice for Women citations include - Employer of Choice for Women citations include pay equity considerations pay equity considerations - Pay equity audit tool - Pay equity audit tool

OVERSEAS PAY EQUITY INITIATIVES New Zealand  New Zealand  Quebec - Legislative model - Legislative model - Recognized as most advanced pay equity policy - Recognized as most advanced pay equity policy

ADVANCING PAY EQUITY IN QUEENSLAND  3 broad approaches to pay equity: - Complaints based human rights model - System reliant on centralized wage fixing - Proactive workplace based model  Conclusions from interstate and overseas experiences overseas experiences

RECOMMENDATIONS RECOMMENDATIONS To enable the Queensland Government to remain at the forefront of delivering pay equity the at the forefront of delivering pay equity the 2007 Pay Equity Inquiry made 17 recommendations Pay Equity Inquiry made 17 recommendations. Business benefits of implementing a formal Business benefits of implementing a formal process recognized. process recognized. The outcomes for women employees will ensure –  they are acknowledged as equally productive and valuable employees making a positive and valuable employees making a positive contribution to the economy. contribution to the economy.

RECOMMENDATIONS INCLUDED  Longitudinal survey data to assess movements in effects on gender pay movements in effects on gender pay equity; equity;  Continuation of funding to pay equity cases; cases;  Amendments to Anti-Discrimination Act 1991: 1991: - right to request/reasonable - right to request/reasonable consideration of flexible work practices; consideration of flexible work practices; - QIRC to share jurisdiction with ADT re - QIRC to share jurisdiction with ADT re complaints in area of work. complaints in area of work.

LEGISLATIVE MODEL RECOMMENDED  Pay equity is not just an industrial issue issue  Pay equity advances EEO and eliminates discrimination eliminates discrimination  Academic evidence that legislation can achieve gender legislation can achieve gender equity in workplaces equity in workplaces  Limitations of federal legislation

PAY EQUITY ACT That the Queensland Government enact a Pay Equity Act which has as its principal object the achievement of pay equity by the promotion of equal opportunity and the prevention of discrimination. The Pay Equity Act apply to employers employing 15 or more employees.

PROPOSED PAY EQUITY ACT PROVISIONS  The development of pay equity plans  Establishment of pay equity committees with predominance of women members predominance of women members  Legally binding documentation of pay equity adjustments adjustments  Implementation of adjustments where pay inequity found inequity found  Mandatory reporting  Dispute resolution  Sanctions for non-compliance

PAYEQUITYCOMMISSION PAY EQUITY COMMISSION  A Pay Equity Commission Relations. Relations.  Pay Equity Commissioner; and  Pay Equity Tribunal.

Recent Pay Equity Cases - Qld Community Services Workers Disability Support Workers

FUTURE FOR PAYEQUITY FUTURE FOR PAY EQUITY  Where to now with the changes to Workchoices legislation ? Workchoices legislation ?  House of Reps Standing Committee on Employment and Workplace Relations Inquiry into pay equity and associated issues related to increasing female participation in the workforce